How PredictiveHR Can Help Your Organization Maximize Your Investment with UKG Software

In today’s competitive business environment, leveraging the full potential of your software investments is crucial. PredictiveHR‘s expertise in human capital management and analytics ensures that organizations can Maximize Your Investment with UKG (Ultimate Kronos Group) software. Here’s how we do it:

  1.  Comprehensive Data Integration and Analytics

Maximize Efficiency and Performance: PredictiveHR integrates seamlessly with UKG software to Maximize Your Investment with UKG and provide comprehensive data analytics. This allows organizations to gain insights into employee performance, attendance, and overall workforce productivity. Our advanced analytics help identify trends, forecast needs, and make data-driven decisions to enhance operational efficiency.

  1. Customized Implementation and Support

Tailored Solutions for Your Business: Every organization is unique, and so are its needs. PredictiveHR provides customized implementation services to ensure UKG software aligns perfectly with your business processes. Our ongoing support ensures your system remains optimized and any issues are swiftly addressed, minimizing downtime and maximizing productivity.

  1. Employee Engagement and Retention Strategies

Boost Morale and Reduce Turnover: Employee engagement is critical for retaining top talent and Maximize Your Investment with UKG. PredictiveHR leverages UKG’s features to create tailored engagement strategies, fostering a positive work environment. By analyzing engagement metrics, we help you implement initiatives that boost morale and reduce turnover, ensuring you retain your best employees.

  1. Compliance and Risk Management

Stay Ahead of Regulations: Navigating the complex landscape of labor laws and regulations can be daunting. PredictiveHR’s expertise ensures that your use of UKG software is compliant with all relevant regulations, reducing the risk of costly fines and legal issues. Our proactive approach to risk management keeps your organization safe and compliant. 

  1. Advanced Reporting and Insights

Make Informed Decisions: PredictiveHR enhances UKG’s reporting capabilities to help you Maximize Your Investment with UKG, providing you with detailed insights into every aspect of your workforce. Our advanced reporting tools allow you to monitor key performance indicators (KPIs), track progress towards goals, and make informed decisions that drive business success.

  1. Cost Optimization

Maximize ROI: One of the key benefits of partnering with PredictiveHR is cost optimization. We ensure that you are utilizing UKG software to its fullest potential, eliminating waste and maximizing your return on investment (ROI). Our cost-saving strategies help you get the most out of your software investment, driving profitability. 

  1. Strategic Workforce Planning

Prepare for the Future: PredictiveHR helps you leverage UKG’s capabilities for strategic workforce planning. By analyzing current workforce trends and forecasting future needs, we help you develop a proactive approach to talent management. This ensures you have the right people in the right roles at the right time, supporting long-term business success. 

Maximize Your Investment with UKG

Partnering with PredictiveHR unlocks the full potential of your UKG software investment. Our expertise in human capital management, data analytics, and strategic workforce planning ensures your organization can operate at peak efficiency, stay compliant, and achieve its business goals. Let PredictiveHR help you Maximize Your Investment with UKG software and drive your organization forward.

For more information on how PredictiveHR can enhance your UKG software experience and help Maximize Your Investment with UKG, contact us today! https://predictivehr.com/

 

 

Migrating to UKG Pro WFM (formerly UKG Dimensions): Your Ultimate Guide for a Smooth Transition

Migrating to UKG Pro Workforce Management, previously known as UKG Dimensions, requires careful planning, preparation, and expertise. At PredictiveHR, our experienced Services team specializes in seamless Migration to UKG Pro WFM. We provide end-to-end support, including detailed readiness assessments, tailored migration roadmaps, and expert guidance throughout the implementation process and beyond. Our proven track record has helped many organizations successfully transition to new platforms.

Three Key Steps for a Successful UKG Pro Workforce Management Migration 

  1. Readiness Assessment:
    The first step in a successful UKG Pro Workforce Management migration is conducting a thorough readiness assessment. This involves evaluating your organization’s current state, identifying potential challenges, and preparing for a smooth transition. Understanding your starting point is crucial to address any gaps and ensure a well-prepared migration process.
  2. Migration Roadmap:
    Developing a customized migration roadmap is the next critical step. This plan outlines each phase of the migration process, ensuring all stakeholders are aligned and prepared. A detailed roadmap helps in setting realistic timelines, allocating resources efficiently, and managing expectations throughout the migration journey.
  3. Expert Guidance:
    Having expert guidance throughout the implementation process is essential for a seamless transition. At PredictiveHR, our dedicated team provides continuous support and expertise, addressing any issues that arise and ensuring that the migration stays on track. Our hands-on approach guarantees that your organization benefits from best practices and avoids common pitfalls.

Why Choose PredictiveHR for Your UKG Pro Workforce Management Migration? 

PredictiveHR has a proven track record of helping organizations successfully migrate to new platforms. Our comprehensive approach ensures that every aspect of the migration is handled with precision and care. By choosing PredictiveHR, you benefit from: 

  • Experienced Professionals: Our team of experts brings years of experience in managing complex migrations, ensuring a smooth and efficient process. 
  • Customized Solutions: We tailor our services to meet your specific needs, ensuring that your migration roadmap aligns with your business goals. 
  • Ongoing Support: We provide continuous support throughout the migration process and beyond, ensuring that your transition is successful and sustainable. 

Contact Us Today 

Discover how PredictiveHR can make your Migration to UKG Pro WFM smooth and efficient. Contact us today to learn more about our comprehensive migration services. Our team is ready to assist you in navigating your migration journey and ensuring a successful transition to UKG Pro Workforce Management.

For more information on our services and to get started learn more: https://predictivehr.com/ 

Driving a Successful Talent Acquisition Strategy with Analytics

In today’s competitive business landscape, a well-executed talent acquisition strategy is crucial for attracting and retaining top talent. However, having a strategy isn’t sufficient; measuring its effectiveness is essential to ensure desired results. We’ll explore how analytics drive successful talent acquisition and how PredictiveHR‘s Executive Lens platform enables companies to scale and profit.

The Importance of Measuring a Successful Talent Acquisition Strategy

Measuring the success of your talent acquisition strategy is vital for several reasons:

  1. Identifying areas for improvement: By tracking key metrics, you can pinpoint areas where your strategy may be falling short and make data-driven decisions to optimize your processes.
  2. Demonstrating ROI: Quantifying the impact of your efforts helps justify the investment in your team and resources to stakeholders.
  3. Aligning with business objectives: Therefore, measuring your strategy’s success ensures that your talent acquisition goals are aligned with the overall business objectives, contributing to the company’s growth and profitability.

Key Metrics to Track

To effectively measure the success of your talent acquisition strategy, it’s crucial to consider tracking the following key metrics:

  1. Time-to-fill: The average time it takes to fill an open position, from the initial job posting to the candidate’s acceptance of the offer.
  2. Cost-per-hire: The total cost associated with filling a position, including advertising, recruiting events, and internal resources.
  3. Quality-of-hire: The performance and retention of new hires, often measured through performance evaluations and employee tenure.
  4. Candidate experience: The satisfaction level of candidates throughout the hiring process, which can be assessed through surveys and feedback.

Leveraging PredictiveHR’s Executive Lens for Talent Acquisition Success

PredictiveHR’s analytics platform, Executive Lens, helps companies optimize their talent acquisition strategy and drive business growth. By leveraging advanced analytics and machine learning, Executive Lens provides actionable insights. This enables companies to make data-driven decisions and improve their hiring processes.

Benefits of using Executive Lens for Successful Talent Acquisition Strategy

  1. Comprehensive dashboard: Executive Lens consolidates talent acquisition metrics, enabling easy monitoring and analysis of strategy performance.
  2. Predictive analytics: It identifies trends and patterns in hiring data, aiding in the anticipation of future talent needs and proactive recruitment planning.
  3. Benchmarking: Executive Lens offers industry benchmarks for comparing performance against competitors and identifying areas for improvement.
  4. Customizable reports: The platform tailors analytics to specific business needs, facilitating the sharing of insights with stakeholders.

By using PredictiveHR‘s Executive Lens, companies can optimize talent acquisition, make data-driven decisions, and scale their business for profitability. Investing in analytics is crucial for successful talent acquisition and long-term business growth.

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HR Software Showdown: Paylocity vs. PayChex

Having dedicated payroll software can help relieve a lot of headaches and save a lot of time. When implemented correctly, it can automate payroll, improve benefits admin, and enable optimization through data-driven insights. 

But with so many options out there, how do you know which one is right for your business? Here, we’ll outline two of the top online payroll services—Paylocity and Paychex. Hopefully, you come away with an idea of which one is ideal for your business and find a partner who can help you implement your software properly and effectively. 

Paylocity: Features and Benefits

Paylocity’s numerous features within the system provide HR teams with flexible solutions to help you tackle your biggest HR and payroll challenges so you can focus on the future. Its essential HR features encompass robust processing and comprehensive tools, facilitating seamless operations for businesses of all sizes. Organizations can leverage Paylocity’s data and empower their business with data-driven insights to enable strategic workforce optimization and efficient resource allocation. Employee benefits admin is streamlined with a user-friendly platform that boosts communication, simplifies processes, and ensures compliance with evolving regulations.

Paylocity’s mobile payroll app makes it easy for HR teams to view paychecks and stay in touch with coworkers. Employees can also leverage the app, clock in and out, request time off, and view balances, as well as access important info like current and past checks, tax forms, schedules, and timesheets, at any time.

One of the final key features of Paylocity is its ease of integration. Paylocity’s developer-friendly APIs connect its software to any system, making it easy to access data from Paylocity within other systems or connect other services and providers. Paylocity has loads of API integrations, so you can seamlessly integrate data no matter what. Some of the most common ones are Salesforce, QuickBooks, Oracle NetSuite, and Hubspot—but there are 300 more to choose from. Its system can be your central hub, maximizing accuracy, increasing automation and efficiency, and driving action across the organization.

Paylocity and PREDICTIVEHR 

When you tap into PREDICTIVEHR’s Paylocity expertise we’ll work to ensure the implementation is done correctly and tailor the configuration to match your business needs. To ensure you’re up and running quickly and efficiently we offer onboarding assistance for a smooth launch. And once it’s all working as it should be, we can stick around for however long you need providing managed services to ensure everything runs smoothly.

Paychex: Features and Benefits

Paychex is a comprehensive HR and payroll outsourcing solution that streamlines key business processes. It handles payroll processing by automating wage calculations, deductions, and tax obligations, with flexible payment options and schedules. The platform also ensures tax compliance by handling payroll tax calculations and year-end reporting. Paychex can help reduce HR admin tasks by allowing employees to access pay stubs, and tax documents, and to update personal details.

Paychex offers time and attendance tracking, ensuring accurate pay calculations and overtime management. HR teams can leverage this software for benefits administration—helping employees with health insurance and retirement plans and offering reporting and analytics for data-driven decisions and compliance reporting. 

Benefits

There are some notable benefits when using Paychex.

  • Time and Cost Savings: The software automates payroll and compliance tasks, reducing the time and resources needed for these functions. So HR teams have more time to focus on strategic initiatives.
  • Compliance Assurance: Paychex’s expertise in payroll and tax compliance helps businesses avoid costly errors and penalties. 
  • Scalability: Paychex caters to businesses of all sizes, from startups to large enterprises, and its solutions grow with your company’s needs.
  • Employee Self-Service: Employees can access their information and perform tasks independently, reducing HR’s administrative workload.
  • Robust Reporting: Access to detailed reporting and analytics helps businesses make data-driven decisions and stay informed about their payroll and HR operations.

A key feature of Paychex is Paychex Flex, a cloud-based platform integrating payroll, HR, and benefits administration. This easy, online payroll service automates payroll processing for organizations while integrating employee data with HR and benefits for easier management. Plus, with the Paychex Flex app, you can access important payroll information at a glance and process payroll from anywhere,

Comparison: Paylocity vs. Paychex

Take a look at how Paylocity and Paychex compare to one another. Keep in mind that this is a general comparison and the specifics of each criterion could change depending on what plan you’ve chosen. 

Criteria Paylocity Paychex
Pricing Structure Customized pricing based on company size and requirements. Typically, priced per employee per month. Customized pricing tailored to company needs and size, including per-employee and per-payroll fees.
Ease of Use and user interface (UI) User-friendly interface with modern design and mobile accessibility. Highly intuitive for employees and administrators. Has Paychex Flex, a cloud-based platform with an intuitive, customizable, and mobile-friendly interface.
Key Features Offers employee self-service, time tracking, benefits administration, and more. And the suite can be tailored with add-ons. Provides comprehensive HR and payroll features, including self-service, time tracking, benefits administration, and various add-on options.
Integration Capabilities Integrates with various third-party systems and applications, offering RESTful APIs for seamless connections. Offers integration with popular accounting and HR systems, with a focus on API connectivity.
Customer Support and Training Provides phone and email support, extensive online resources, webinars, and training programs for users. Offers phone and chat support, online resources, and personalized training.
Customization and Scalability Highly customizable with scalable features to fit diverse business needs. Add-ons are available. Flexible and scalable solutions to accommodate businesses of all sizes. Customization options are offered.
Compliance and Security Features Focuses on compliance with various regulations, including tax and labor laws. Strong emphasis on data security with robust measures in place. Committed to compliance and security, with a comprehensive approach to address payroll, HR, and tax compliance, along with data protection.

Paylocity or Paychex? You Now Have the Information You Need to Decide!

While Paylociry and Paychex share a lot of the same features and benefits, choosing the right one for your organization comes down to your unique business requirements and priorities. Determine your API integration needs, compliance requirements, budgetary restrictions, and scalability needs, and then see which platform ticks all the boxes. 

That being said, Paychex offers solutions built for small to medium-sized businesses while Paylocity is known for its scalability and flexibility, making it an excellent choice for mid-sized and large organizations with complex payroll and HR needs. 

Why Consider Paylocity with PREDICTIVEHR?

If you’re looking for help implementing Paylocity, turn to PREDICTIVEHR. Leveraging our expertise you unlock increased speed to implementation and deployment, access to customized dashboards across all workforce data, and tailored offerings to solve complex HR requirements including data extraction and implementation.

You even get a personal representative who’s in your corner advocating on your behalf to ensure there’s a clear transfer of knowledge so you can get the most out of your investment. When you partner with PREDICTIVEHR, you can rest assured that you’re getting the most from your Paylocity instance.

 

Contact Us Today and Discover How

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Mastering Paylocity Expense Reporting & Management

Managing expenses efficiently and accurately is crucial for any business. In today’s modern world, traditional manual expense management processes can be time-consuming, prone to errors, and costly. That’s why there’s Paylocity. In this article, we will explore the advantages of using Paylocity for expense management, highlighting how it can save time, money, and effort while mitigating risks and improving visibility into spending.

The Benefits of Using Paylocity for Expense Management

Optimizing your expense management with Paylocity opens the door for numerous improvements within your organization. 

How Paylocity Expense Management Can Help You Save Time and Money

Automation reduces time spent shuffling through piles of paper receipts. Paylocity makes it easy for employees to capture receipts digitally using their smartphones and attach them directly to their expense reports—saving time while also reducing the risk of losing or misplacing receipts.

Managers can then review these digital expense reports with ease. Paylocity’s expense management system streamlines this workflow by automating expense approvals—ensuring timely payments to employees while reducing administrative overhead. With all this automation, everyone can save valuable time and can focus on more critical tasks. 

Paylocity Features Can Help You Reduce Risk

An invaluable advantage is the software’s ability to ensure expenses adhere to company policies and regulatory requirements. With Paylocity, you have a centralized repository for storing expense data, including receipts and supporting documentation. This ensures all expenses are adequately documented and easily accessible whenever needed. The system also incorporates robust fraud detection measures and has robust features and functionalities to help businesses navigate the complex landscape of expense compliance.

Improve Visibility Into Your Spending With Proper Expense Management

With powerful reporting and analytics capabilities, Paylocity provides businesses with a comprehensive overview of their spending patterns. By gaining visibility into historical data, you can identify areas of overspending, make informed decisions about budget allocations, and implement cost-saving measures effectively.

The Four Benefits of Working With an Established Paylocity Partner

In order to get the most out of your Paylocity instance, and to ensure you’re reaping the benefits mentioned above, we recommend working with a Paylocity partner.

  • A consultation to assess your needs. With a partner, you can benefit from a comprehensive consultation to assess your specific expense management needs. 
  • A customized implementation plan. A true partner will then take your needs and build a unique roadmap tracking towards your goals. 
  • Training for your employees. With guaranteed proper training, your employees can effectively navigate the system, submit accurate expense reports, and leverage its features to streamline workflows.
  • Ongoing support. When you have a partner who’s in your corner you know you have access to a trusted guide who’ll address any questions, concerns, or technical issues that may arise during and after the implementation process. 

Get the Most Out of Paylocity with PREDICTIVEHR

To fully leverage the benefits of Paylocity’s expense management system and ensure a successful implementation, partnering with experts like PREDICTIVEHR can make all the difference. We specialize in Paylocity consulting and can guide your business through the entire process, from initial assessment to ongoing support.

Contact Us Today

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Hiring Trends to Watch for in 2023

The end of the year gives us time to reflect on the past year and prepare ourselves for a fresh start with vigor. Today, we’re taking a look at some of the biggest trends we’ve noticed over the past 12 months and are looking ahead at what organizations can expect in 2023.

A Look Back at 2022

Organizations Struggled to Hire Top Talent

In 2022, organizations faced one of the largest and most complex hiring markets on record. With employees leaving positions in droves and more open jobs on the market than talent available, companies and hiring managers needed to find unique ways to identify and engage with candidates.

To compensate for this, many organizations increased their focus on engaging with passive candidates, or working professionals that are currently employed and not actively looking for a new job. While this talent pool is more challenging to recruit, it offers many benefits, like decreased competition over candidates and the assurance that the candidate you’re engaging with is skilled enough to complete the job requirements.

The tough hiring market in 2022 also led to record levels of recruiter burnout, as many recruiters and hiring managers were overwhelmed with the amount of stress and work attributed to finding and securing top talent. What we saw was a shift in how organizations addressed burnout among their employees. Employers were more proactive in identifying the signs of burnout and flocked to webinars, resources, and advice from other talent leaders to find ways to keep their teams engaged and healthy. With the hiring market for 2023 looking very similar to what we experienced this past year, we can only assume that these strategies will remain in place.

The Candidates Had the Power

2022 proved to be the year of the candidate, as job seekers were given more power in the process to be picky about the roles they do and do not want to take. With so many jobs available, candidates began to expect more from potential employers if they were to be swayed to jump jobs.

Some of the most common things job seekers wanted from a new employer included:

  • Flexible work environments, whether that means remote work, hybrid work, or flex scheduling
  • A better focus on work/life balance
  • Updated benefits that address mental health demands and family leave
  • Companies to have a clearly defined and implemented approach to DEI
  • Clear development and growth plans

To compensate for this, we saw organizations focus their efforts on cultivating a strong employer brand. By using social media, employee testimonials, and their website presence itself, organizations strived to demonstrate the ways in which they addressed the “must-haves” for candidates. In 2023, we expect this to continue, as companies are working to show why they are an employer of choice.

Data Showed A Continued Need to Address DEI

With enhanced analytics and data tracking becoming more and more available, talent leaders got an in-depth look at their organization and its makeup. What many employers found was that there still remains a clear lack of diversity in their organizations.

In 2022 we found:

While DEI efforts have taken many strides in recent years, there is still much that can be done to create a truly equitable and inclusive workplace. In 2023 DEI will remain a focus, and for a good reason. Outside of the clear need for a diverse and inclusive workplace, there are many quantifiable benefits to hiring diverse employees:

Employers aren’t just realizing that they should work to create a diverse team; they’re recognizing that it’s a necessity. Job seekers today desire a workplace that represents the world around them – full of people from different backgrounds, beliefs, and methods of thinking. To stay competitive in this tight labor market, employers need to show that they’re actively investing in initiatives that support diversity.

Looking Ahead to 2023

The Rise of AI and Conversational Chat Bots

Over the past year, we’ve seen an increase in the use of AI as it relates to recruitment. And it’s entirely clear why – AI and automation are making the jobs of recruiters and hiring managers easier by taking out the need for manual oversight and input and giving them back time to focus on building connections with candidates. As organizations increasingly adopt AI tools into their tech stack, there are a few things to keep in mind.

Over the past few years, many states have begun to adopt legislation aimed at ensuring AI is used fairly within the hiring process. The first few states to pass these measures include Maryland, Illinois, California, and New York, but many more will follow suit over the next few years. These measures are no reason to shy away from using AI-powered tools; they’re simply put in place to ensure that the technologies you are using are not embedded with unconscious biases that disqualify minority populations.

In 2023, we expect to see more organizations embrace AI in their tech suite. One notable piece of AI-powered technology that is sure to change the game for recruiters and hiring managers is the use of intelligent chatbots. ChatGPT is an emerging technology that is currently free for recruiters and hiring managers to use. An AI model that is built to communicate in a conversational way, ChatGPT can be leveraged by organizations to speed up candidate outreach and communication, refine job descriptions, and even generate customized job interview questions. As a relatively new tool, ChatGPT is the current buzz in the recruiting space, and we only expect its user base to grow in the new year.

Internal Mobility + Employee Retention Will Be Paramount

Employee turnover is a dreaded statistic for every organization. Companies are always looking for ways to decrease turnover, as the costs of recruiting and hiring new employees are high. In 2023, we expect to see many employers place emphasis on enhancing employee retention and focusing on internal mobility.

Recent surveys have found that 74% of organizations consider internal mobility a priority investment. One of the greatest things about implementing a strong internal mobility program is that it benefits both employers and employees. Access to developmental resources and career growth opportunities increases the rate of retention for companies and gives employees a sense of belonging in the organization.

To help support these measures, organizations are relying on advanced technologies. One such technology is career pathing platforms, or platforms that help to visualize the potential growth and arc of any given employee’s career. These tools help to showcase the current skills and abilities of your team and highlight the ways in which they can expand their strengths. Employers can lean on these tools to identify opportunities for development and then connect their employees with the people or resources that can help them reach their potential.

Workforce Planning is Crucial

Did you know that less than 50% of organizations use data to forecast hiring needs and headcount planning? With all the advanced data platforms available, it is discouraging to see that so few organizations are leveraging data analytics to make informed decisions. The result of this lack of data-driven decision-making is keeping employers from attracting and retaining highly skilled, diverse talent. In 2023, we expect to see a significant change as organizations are starting to recognize the benefits of using data in their decision-making processes.

Strategic workforce planning, or using your current workforce to determine the business’s future hiring needs, will be a large part of organizations’ hiring efforts in 2023. Not only does strategic workforce planning help you to set and accomplish your goals, but it also has clear benefits across the entire organization.

  • It aligns your strategy with your processes – by leveraging your data, you can see whether you’re adequately supporting your team in reaching your goals.
  • Employee retention can be increased – strategic workforce planning helps you identify your top performers so you can work to keep them satisfied and engaged with their work, reducing the likelihood of employee turnover.
  • It prepares you for the future – rather than flying blind, you can leverage your organizational data to highlight trends, predict future hiring needs, and remain flexible in the event of a disruption.
  • It highlights the gaps that exist in your team – when organizations analyze their data, they can identify the skills and talent gaps that currently exist. Then, you can take that knowledge and refine your hiring efforts to find the kinds of candidates you need most.

By focusing on strategic workforce planning, you can ensure you’re recruiting and hiring the right kinds of candidates the first time around, saving your team time and money.

With a new year coming around the corner, now is the time to reflect on 2022 and prepare your team for a fresh start. PREDICTIVEHR can help you hit the ground running through our advanced data analytics, workforce planning, and talent consultancy. We’re working to help simplify data, bringing a truly unified platform that turns people data into actionable insights. To see more about how our cutting-edge solutions can help you gain a leg on the competition, reach out to our team and schedule a free demo.

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Open Enrollment Season Begs for Communication Upgrade

Open enrollment season is upon us, and with it, the eternal struggle to understand health care plans and benefits. The open enrollment period for health insurance can be a confusing and stressful time for employees. With so many options and so much information to sift through, it’s no wonder that many people feel overwhelmed.

Many employees struggle with misunderstandings regarding their health insurance coverage and are, therefore, unsure of how to choose from plans offered by employers. More than half of employed Americans don’t feel they are getting the most out of the health insurance options available to them. Add to that, not knowing where to turn for answers, and 54% of employees are left unsure of what their current health insurance offers them.

Especially with the rise of remote or hybrid work taking conversations virtual, effective communication regarding insurance benefits has never been more vital. Here’s why it’s so important.

The Doom of the Education Gap

An alarming percentage of employees, especially in a younger age range, don’t fully understand the scope of their insurance coverage. When it comes to open enrollment, few understand which plan will be the most comprehensive for their unique health needs.

44% of employed U.S. adults said they feel uncomfortable asking their HR representative questions about health insurance enrollment.

For such a large decision, many employed Americans are unsure about who to turn to if they have questions. Often, they simply continue to select the same insurance plan year after year because they’re unsure of how another plan could be more (or less) beneficial than what they currently have.

The lack of understanding, partnered with the lack of communication with their HR team, may lead to fewer benefits, higher costs, or a lack of coverage in general.

72% said they wish someone would tell them what the best health insurance for their unique situation is.

What can we glean from this information? As open enrollment season approaches, it’s important for HR professionals to be prepared to help employees navigate the process. While open enrollment can be a confusing and stressful time for many people, there are some simple steps that HR can take to make the process smoother.

First, it’s essential to provide clear and concise information about the open enrollment period, including deadlines and eligibility requirements. Secondly, ensure employees have access to resources that can help them understand their options and make informed decisions. Finally, be available to answer questions and offer guidance as needed. By taking these steps, HR professionals can help make open enrollment a less daunting experience for everyone involved. Let’s explore each one in depth.

Open Enrollment Communication is Vital

Clear lines of communication between the employer (in this case, represented by the HR department) and employee are absolutely essential when it comes to the success of open enrollment. Not only to ensure that employees have a full understanding of each plan to make an informed decision but also to ensure the employers’ thoughtful benefits are being fully utilized.

49% feel pressure to select the most expensive health insurance option to ensure they have the coverage that they need.

Employees are facing the rise of inflation, an impending recession, and overall economic uncertainty. The choices they make in their medical health are consequential to their livelihood and pocketbook. If not fully understood, they’re also not fully appreciated. As employees continue to seek higher wages, they may be leaving behind better medical coverage without their knowledge.

63% of employees say that their company’s health insurance offerings impact how much they want to keep working there.

While the ill-informed continue to make the same insurance selection year after year, it’s also the employers’ loss. Even as organizations improve their benefits, in some cases, to retain or attract employees, they could go unnoticed or unappreciated. Two-way communication between HR and your employees ensures your team understands and can take advantage of those benefits.

64% say that they would be willing to sacrifice some pay for better health insurance.

What to explain to your colleagues during open enrollment:

  • Deadlines for enrollment
  • Eligibility requirements
  • Where to find resources that explain coverage
  • The benefits and drawbacks of PPOs, HMOs, POS, and HSA plans
  • The difference between deductibles, copayments, and out-of-pocket costs

Explain Options for Informed Decisions

For example, HR pros can provide employees with a list of eligible dependents, help them calculate their monthly premium costs, and answer any questions they have about the open enrollment process. In addition, you could also provide employees with resources about open enrollment outside of the company, such as government websites or independent open enrollment counselors.

You can also help to simplify the open enrollment process by providing employees with resources such as benefit summaries, comparison charts, and contact information for benefit providers. In addition, HR professionals can provide employees with guidance on choosing the best benefits for their individual needs.

Be Ready for Questions

We’ve all heard the jokes about HR during open enrollment season. It’s not easy, and a lot of the success of open enrollment (and your employees’ continued use of company-provided benefits) falls squarely on the HR department. So how can you make it easier on yourself?

To prepare for open enrollment, HR pros should first review the employee handbook and benefits policies to ensure that they are up to date on all of the available options. To be prepared for the inevitable questions, ensure you familiarize yourself with any changes that have been made since last year. Other ideas that will make this hectic season easier:

  • Create a one-pager for employees and a more in-depth version for yourself. Keep it close at hand for when questions arise.
  • Have the number of your benefits provider(s) or broker on hand for questions that are beyond your abilities.
  • Set calendar reminders for important deadlines (or the day before) so you can ensure stragglers don’t miss out.
  • Work with a professional consultant to help it all go off without a hitch!

Managed HR Services is the Remedy

When your team is lean and your list of priorities is long, you need a way to work smarter, not harder.

By outsourcing your HR needs to PREDICTIVEHR, you can focus on strategic decisions and future planning—while we take the transactional task of open enrollment off your plate.

PREDICTIVEHR Managed HR Services gives you time to focus on strategic responses to everything else the market is throwing at you. Our team handles your department’s transactional work, such as open enrollment, so you don’t have to shoulder the burden. When your team is equipped with the properly configured benefits module of a full-suite HCM system, your organization can help employers communicate effectively and efficiently with less effort on HR & Payroll.

Ensure your organization is prepared for open enrollment and whatever else comes your way. Book a demo with PREDICTIVEHR today!

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PREDICTIVEHR Acquires The WFC Group

The ever-changing workforce landscape requires companies to be agile to stay ahead of the competition. In order to respond to market needs, PREDICTIVEHR has acquired The WFC Group, Inc., to become a leading end-to-end implementation services provider in Human Capital Management.

As an industry leader in workforce management software solution implementation and support, The WFC Group, Inc. provides unparalleled, tailored consulting services throughout all stages of the project lifecycle. From needs assessment to software implementation to technical support, their services improve the efficiency of your workforce.

PREDICTIVEHR offers clients of all sizes and industries a complete HR business intelligence solution platform designed to empower HR professionals to make faster, better, more-informed decisions for their modern workforce. The acquisition of The WFC Group welcomes an extension to our expert consulting services, expanding the full HR solution PREDICTIVEHR provides.

Depth and Dimension

This acquisition breeds unmatched integrations and collaboration. PREDICTIVEHR boasts a full talent team ready to deploy and a full-service platform offering a complete HR Solution: Talent Services, Implementation, HR Consulting, and Analytics.

About the Companies

About The WFC Group, Inc.
The WFC Group, Inc. is an industry leader in workforce management software solution implementation and support. We provide unparalleled, tailored consulting services throughout all stages of the project lifecycle. From needs assessment to software implementation to technical services, we help improve the efficiency of your workforce. We have served more than 1,500 clients globally across industries, including retail, manufacturing, and healthcare. For more information, please visit www.thewfcgroup.com.

About PREDICTIVEHR
Recently named as one of Inc. 5000’s fastest growing companies, PREDICTIVEHR offers clients of all sizes and industries a complete HR solution platform designed to empower HR professionals to make faster, better, more-informed decisions for their modern workforce. PREDICTIVEHR provides HR Consulting, Talent Consulting, Implementation Support, Data Analytics, and Talent Services to augment your current team, fixing any problem you may have in HR.

For more information, visit www.predictivehr.com, or check out our full press release here.

5 Ways to Effectively Retain and Hiring During a Talent Shortage

As major companies like Microsoft, Twitter, and multiple tech companies execute layoffs, employers and employees alike wonder what this means for talent acquisition as a whole. One thing is clear, even while companies conduct layoffs, their hiring needs continue.

If you’ve been in the recruitment industry for a while now, you’re probably well aware of the talent shortage. 75% of companies have reported talent shortages and difficulty hiring – a 16-year high. Currently, there are 2 open roles for every unemployed person in the US.

There’s a shortage of skilled workers in almost every industry. Whether you’re exploring new recruiting methods or considering employee layoffs, you’re making difficult choices. But these decisions are made even more complex in the environment we’ve seen in the last few years. The biggest priority for leadership right now should be preserving and hiring the right talent to carry your enterprise through the estimated continuation of the talent shortage.

This talent shortage is an opportunity to think outside the box and find talented professionals that will thrive in your organization. Use these five tips to guide the way to retain the right talent in a difficult market.

5 Tips for Hiring and Retaining Talent During a Talent Shortage

1. Avoid Fixating on Unicorn Candidates

The frustration from recruiters and job seekers alike is that the list of requirements that employers create for a job is unrealistic. This might mean crazy experience levels, endless lists of technical skills, or educational backgrounds that really restrict the kinds of applicants you receive. Holding tight to a rigid laundry list of perfection is only going to end in frustration when that unicorn doesn’t exist.

Whether you’re hiring new candidates or considering the most important employees to retain, leadership would do well to consider soft and hard skills as well as personal characteristics that are non-negotiable in attaining the company’s long-term goals. Be rigid in the goals you have set, but stay flexible in the path to get there.

2. Identify Talent Using Intelligent Solutions

The talent market is competitive, but each unique enterprise requires a unique skill set. Technology has opened up access to information, which empowers job seekers and hiring managers alike. AI recruiting and retention tools not only identify critical traits of ideal candidates but can also help identify skills in current employees ideal for achieving long-term success in your organization. The best part? These tools help to streamline the hiring and communication processes, creating a more efficient hiring pipeline and a better candidate experience. Don’t let people analytics misconceptions stop you from leveraging the tools available to you.

Explore more: Developing a Skills-Based Approach to Talent Development and Recruiting

3. Commit To Quality

Take skills-based hiring to the next level. Commit to hiring quality candidates who align with your core values and are committed to your organization’s success. Consider modeling a virtual benchmark from existing successful employees and comparing new hires and candidates to that benchmark.

Don’t limit recruiting to when you’re in need or just before a round of layoffs. Instead, you should be reviewing your existing team periodically. Use this as an opportunity to retain your top talent, coach your “silver medal” employees to the next level, and, when necessary, give the talent that isn’t a great match the opportunity to succeed elsewhere.

4. Hire People, Not Roles

Once you’ve completed an assessment of your team to map strengths and values, find people to complement your team. The outdated mentality of looking for specific experience holds companies back from hiring great talent, which is what’s really in short supply. When you’re hiring or retaining employees based on experience alone, you could risk cutting out the more valuable talent. You should be looking at candidates that have transferable skills along with the aptitude and desire to learn and grow within your organization.

5. Hire For Values; Train For Skills

When you’ve narrowed down your employable A-team, hone in on how you can develop their skills and experience.  Developing your team not only helps your company achieve its goals, but it also helps your team expand upon their skillset while increasing your employees’ retention rates. It’s a win-win situation — you can keep your best employees happy so you avoid needing to fill open roles, and your employees can learn new techniques and skills that help advance your organization.

Take the guesswork out of hiring and retention during a talent shortage. Talent acquisition tools from PREDICTIVEHR with true AI technology make it possible to identify transferable skills and desirable traits that aren’t easily identifiable through a traditional resume. Don’t risk missing out on the talent necessary to achieve your goals.

For a demo of how PREDICTIVEHR works within your hiring team, contact us today.

Skills-Based Hiring: Looking Beyond Technical Skills To Find Talent

As the head of HR, no one knows just how difficult the hiring market is quite like you. Employees are leaving in droves with people coining it “The Great Resignation.” And now, there’s a new trend emerging called “quiet quitting,” where employees aren’t actually leaving their roles but are underperforming and giving the bare minimum due to burnout.

It’s not surprising that hiring managers and recruiters are tired. The talent pools seem to be running dry and their tried and tested tactics aren’t generating the results they expect.

What if we told you, though, that you were actually inhibiting your ability to attract and retain top talent? The very way you’re approaching recruitment can hinder your ability to find unique, qualified candidates amid the hiring climate.

Understanding Skills-Based Hiring

Skills-based hiring, as the name says, is when you base your hiring decisions mainly on a candidate’s resume and technical skills. In this approach, it’s almost like ticking off a checklist. The more boxes a candidate ticks, the better their chances of being hired. Once you’ve found that candidate that’s your type on paper, the hunt is over and an offer is extended. But, there are limitations to this method of hiring, and having a skills-based hiring process can be dangerous.

It limits your scope, right from the start.

Nearly every organization uses an ATS or some form of application parsing tool to help filter through resumes and pluck out the ones that match. With the hundreds or thousands of resumes coming across your desk, there’s no denying that you need the support of these tools to filter for basic things. But, there are ways for great candidates to slip through the ATS cracks, and for not so great candidates to find their way over the ATS hurdle and remain in consideration.

The reality is that resumes can easily be tweaked and personalized to mention the buzz words that your ATS is formatted to filter for. And in other instances, candidates can outright lie on their resume to get their foot in the door.

Now, we’re not saying that you shouldn’t lean on the candidate’s resume and skills when hiring. Resumes are, and will continue to be, an excellent way to understand a candidate’s qualifications and experience, and will always be an essential part of the hiring process. But, resumes should not be the main determinant of whether you interview or hire a candidate.

Bonus Material: Discover 10 easy ways to build out your talent pools.

Start looking at the whole candidate picture.

Resumes are limited to what they show you about an applicant; they don’t paint the whole picture but just a section of it. There is more to candidates than just their number of years of professional experience or list of skills and certifications. And the only way you’ll get to see that whole picture is by pulling them for a chat and talking face-to-face.

Once you’ve reviewed their application for the basic competencies the job requires, reach out and facilitate a conversation. This human interaction has always been a crucial part of the recruitment and hiring process. It helps you to evaluate their personality and abilities, so you can determine if they’d actually be a good fit for the role.

After all, even if a candidate hits all the boxes with skills, they might not have a work style that is cohesive with the rest of the office.

Only after talking with the candidate can you get a solid gauge on whether they would succeed within the role. What’s more, this conversation gives you the chance to determine whether the candidate has the kind of soft skills that would lead to success. Unlike hard skills or the technical skills that can be developed or learned, soft skills are interpersonal attributes that are more difficult to learn.

Recruiting for soft skills opens up your talent pool.

Hiring and talent professionals overwhelmingly agree that hiring for soft skills is crucial — 92% said so in a recent LinkedIn report. Bad hires typically are not underskilled technically, but lack the kinds of soft skills that are essential for workplace success.

So, what kinds of soft skills should you be looking for? Here are a few that employers say are most desired currently:

  • Communication — the ability to both listen and communicate with colleagues and clients.
  • Critical Thinking — the ability to analyze situations and make informed decisions.
  • Leadership — the ability to make decisions, manage situations, and manage people.
  • Positive Attitude — maintaining a positive spirit and kind attitude toward your colleagues.
  • Teamwork — the ability to collaborate with others and work toward shared goals.
  • Work Ethic — managing time well, meeting deadlines, and completing work thoroughly.

When you hire for soft skills, you’ll notice a number of benefits. One of these is the broadening and diversifying of your talent pool, since you’re no longer restricted to technical credentials. Internally, you’ll notice higher productivity and retention rates, and an easier time promoting and upskilling within your company.

All-in-all, resumes alone are not enough for you to determine whether someone is a solid hire. While they might be a piece of the puzzle, you don’t want to put all your eggs in one basket. Instead, open up your talent pool and look beyond the technical skills that a candidate provides. When it comes down to it, any employee can be taught a skill or process, but not every employee can manage their workload and communicate effectively.

Remove the guessing behind hiring and retention with the support of PREDICTIVEHR’s AI technology and advanced tools. PREDICTIVEHR helps you feel confident in your recruitment and hiring strategy, so you can forge a real connection with top talent. Our talent acquisition tools help you identify the soft skills and transferable skills in candidates that you can’t easily identify in a resume, enabling you to better understand the whole candidate picture.

For a demo of how PREDICTIVEHR works within your hiring team, contact us today.